Digital Transformation and the Changing Role of Human Resource Management
Main Article Content
Abstract
Nowadays, Organizations are faced with intense modification rapidly. In the past, human resource (HR) responsibilities were the part of firm support but now, it’s changed. HR is such a tool for changing in organization. It’s necessarily for firm to adapt its management according to reasons for example unpredictable labor demand, work force shifts and information and communication technology (ICT). Therefore, organizations are applied digital technology in order to meet effective role practices. The purpose of this article is to persuade the phenomenal of digital transformation as following: 1) The change of management theory 2) The definition of digital transforma-tion 3) Barriers to digital transformation 4) The modern role model for human resource management and 5) The business case studies. The results of this study indicated that all of activities in HR management can be digitized. To ensure a fluent digital transformation, HR’s role is to drive the employee mindset, creating the digital culture and bring innovative approaches to support digital workplace and digital workforce.
Article Details
Section
บทความทางวิชาการ (Academic article)
บทความที่ได้รับการตีพิมพ์เป็นลิขสิทธิ์ของวารสาร สักทอง : วารสารมนุษยศาสตร์และสังคมศาสตร์ สถาบันวิจัยและพัฒนา มหาวิทยาลับราชภัฏกำแพงเพชร
ข้อคิดเห็นใดๆ ที่ปรากฎในวารสารเป็นวรรณกรรมของผู้เขียนโดยเฉพาะ ซึ่งมหาวิทยาลัยราชภัฏกำแพงเพชรและบรรณาธิการไม่จำเป็นต้องเห็นด้วย
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L’Oréal. (2018). L'Oréal talent. [Online]. Available : https://careers.loreal.com/global/en [2019, May 12].
Leonard, K. (2019). Advantages & disadvantages of Human Resource Information System. [Online]. Available : https://smallbusiness.chron.com/advantages-disadvantages-human-resource-information-system-2107/ [2019, December 11].
Lewin, K. (1947). Frontiers in group dynamics: Concept, method and reality in social science; equilibrium and social change. Human Relations, 1(1), 5-41.
Lindermann, T. (2019). 8 Gamification examples in the automotive sector. [Online]. Available : http://thomas-lindemann.com/en/gamification-en/8-gamification-examples-in-the-automotive [2019, May 14].
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Mckenna, G. (2019). Strategic workforce planning tools : The tech changing the talent industry. [Online]. Available : https://www.guidantglobal.com/news/strategic-workforce-planning-tools-the-tech-changing-the-talent-industry [2019, June 9].
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Promsri, C. (2014). A guide to writing the thesis literature review for graduate studies. Executive Journal, 34(1), 11-22.
Rick, T. (2017). Culture change is key in digital transformation. [Online]. Available : https://www.torbenrick.eu/blog/culture/culture-change-is-key-in-digital-transformation [2019, Dec 4].
Rowley, J. & Slack, F. (2004). Conducting a literature review. Management Research News, 27(6), 31-39.
Schwab, K. (2016). The fourth industrial revolution. Geneva : World Economic Forum.
Siengthai, S. & Udomphol, A. (2016). The impact of human resource information system (HRIS) on organizational effectiveness: A case study of the textile industry in thailand. International Journal of Asian Business and Information Management, 7(3), 40-53.
Soni, V. (2018). Top 6 barriers to digital business transformation. [Online]. Available : https://wire19.com/barriers-to-digital-business-transformation [2019, May 12].
Stolterman, E. & Fors A. C. (2004). Information technology and the good life. In Kaplan, B.,Truex, D. P., Wastell, D., Wood-Harper, A. T. & DeGross, J. I. (Eds.), Information Systems Research. IFIP International Federation for Information Processing, vol. 143 (pp.687–692). Boston, MA : Springer.
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Valentine, E. (2016). Directing in a digital era : Building digital capability across the board. In Martyn, K. (ed.), Corporate governance: A practical handbook (pp.271–305). WoltersKluwer NZ : CCH Books NewZealand.